prepare an outline for your course project. The course project will be submitted in Unit VII, but the outline will be submitted for this assignment.
In your outline, please address what you will be covering plus the key theories and models for leading in health care organizations, and also include key theories and models for motivation with brief explanations.
Leading and motivating are two of the most important things that health care leaders do, so put some real thought into this outline. It will guide you as you complete your project for Unit VII.
My topic I choose is Professionalism in Health Care. The professionalism lacks so much in today’s health
workers. Management should be putting in place extra programs to support workers. I myself suffer from
multiple health issues and get to see the good and the bad. I call myself the professional patient. Within
the last 2 years, I have had 2 major surgery’s and one minor procedure. 3 trips to the Emergency room,
one trip by ambulance.
I have noticed a tremendous lack of bed side manners. I have been verbally harassed by a nurse in the
presence of a nurse manager with no attempt to deescalating. This particular incident was mentally
triggering to my military PTSD.
The state of Indiana; back in 2021 proposed a bill that would require cultural awareness training for
health care professionals. This bill follows after a medical doctor lost her fight to Covid. She had shared
she felt her care was delayed due to the color of her skin. “He did not even listen to my lungs; he didn’t
touch me in any way. He performed no physical exam. I told him you cannot tell me how I feel,” she
wrote on social media. (News, 2020)
One definition of professionalism in health care is a term used to justify a professional’s behavior when
working or at events representing the field. (Career trend 2018) More often than not professionalism is
recognized by observation. Professionals should carry the skills of compassion, ethical knowledge, and
going above and beyond to provide quality patient care. I feel that Patient advocacy should be publicized
more to patient care. So many patients have no idea such role exists. Patient advocates role acts as a
bridge, closing the gap between the system and the patient, family, or caregiver.
I plan to study the way leadership and facilities hold compliance on workers who fail at professionalism
in health care. What are the ways patients can report negative professionalism? Are surveys done every
visit, randomly or even offered. I want to study the outcome of patient feedback. I have some ideas that I
know are being used by the support of every day growing technology. For example, some hospitals have
apps that you can leave reviews. I know social media is huge when it comes to negative feedback. I am
aware that paper surveys are sent out at some facilities.
Recruitment and Retention Plan
Norma Ibarra
CSU
Health Care Management
Professor Starr
7/1/22
Recruitment and Retention Plan
Introduction
Any successful medical facility will have effective recruitment and retention strategies.
As the hospital’s director my plan with human resources will be to recruit and retain the best
candidates and hire as employees. To do this, I will write detailed job descriptions that accurately
and truthfully represent my organization, using social media to post job openings on our
company’s platforms, and allocate enough funds for the hiring process. Human Resource
managers will interview qualified candidates, hire and check their references. Most important, I
will create an effective retention strategy for the newly hired employees. Each new employee
will be assigned an onboarding mentor. The mentor will have experience and longevity at the
facility. The Mentor will assist the mentee with orientation and training for their specific roles.
Recruitment and retention plan
The first step in the budgeting, recruitment, and selection process is to develop an annual
budget broken down by quarters. Including all material and personal costs related to paying
employees. Not only one’s salary, but adding on room for extra perks like gym reimbursement
and incentives/bonuses. According to Chaudhari et al. (2020), numerous individuals are involved
in the planning stages of new hiring in the days preceding recruiting, including Human Resource
professionals, managers who would supervise the new hire, and operations personnel who would
be involved in training. There has to be a system to alert managers, when they can begin to
access and use funds after a plan has been completed. It is crucial for the new hire to feel at
home instantly and feel a sense of organization from day one. A new hire should mesh well with
the new team to maintain productivity. The best way for this to happen is through intensive
training supported by a clear plan for how things will proceed from the start. Having one trainer
and allocating enough time to learn and shadow before being on there own.
A good recruitment process will allow me to find the best talent in my facility. My
company brand will be a crucial component of my recruiting approach. My brand will stand out
from other hiring competitors and will attract the right people to work for me. Employer
branding should be consistent with my company’s values, culture, and mission (Gilani &
Cunningham, 2017). Making job postings that accurately represent my health care facility is one
of the crucial steps in the process. showing this recruitment technique helps in increasing the
number of applicants received. This will attract future employees that blend right in with the
team. I will then advertise on all social media channels and platforms. Using social media to
attract personnel, market job openings, and connect with candidates. This marketing is low
maintenance and low financial cost. Comparing to tabling at job fairs I choose social media
marketing.
After the interested candidates have applied for the advertised positions, the Human
Resource managers will select the best candidate fit for the job position. They will use the
knowledge, skill, and abilities method of selection. The first stage of this selection procedure is
job analysis. The managers analyze each job before creating a job specification outlines all the
knowledge, abilities, and skills needed to complete the position (Van Laar et al., 2017). The
human resources department then evaluates each candidate to see if they have the ability. Finally,
they interview to see whether candidates have all the qualities we are looking for. Lastly, people
who successfully meet all the appropriate needs will be hired. To keep my newly hired workers,
onboarding mentors who can assist with orientation and teach them about their unique function
will be appointed. Having evaluations after training and also at exiting are important to improve
the process. Theoretically, the basis of evaluation will coincide with the objectives of their
departments and thus the hospital(Morris,1992).We will also include performance evaluations in
which high performers obtain promotions or pay increases while low performers are let go.
Effective onboarding
Effective onboarding assists in new hires’ professional, emotional, and physical
integration into the facility team and culture. The saved left over resources can be used to boost
employee retention by motivating the employees with morale. Examples would be monthly or
quarterly raffles. Employee of the month recognition. Keeping employees happy and making
them feel appreciated they stay for longevity. This lowers the cost of hiring new employees.
When a new employee is hired work progress slows down. It financially cost labor hours for HR
and financially cost more for background checks and fingerprinting. In some cases, parking
permits and or training that cost more monies not always allocated in the budget.
References
Chaudhari, N., Ravi, R., Gogtay, N. J., & Thatte, U. M. (2020). Recruitment and retention of the
participants in clinical trials: challenges and solutions. Perspectives in clinical research, 11(2),
64. https://doi.org/10.4103%2Fpicr.PICR_206_19
Gilani, H., & Cunningham, L. (2017). Employer branding and its influence on employee retention: A
literature review. The marketing review, 17(2), 239-256.
https://doi.org/10.1362/146934717X14909733966209
Van Laar, E., Van Deursen, A. J., Van Dijk, J. A., & De Haan, J. (2017). The relation between 21stcentury skills and digital skills: A systematic literature review. Computers in human
behavior, 72, 577-588. https://doi.org/10.1016/j.chb.2017.03.010
Morris, Dan, and Joel Brandon. “Planning to keep your job.” Computers in Healthcare, vol. 13, no. 5,
May 1992, pp. 36+. Gale OneFile: Health and
Medicine, link.gale.com/apps/doc/A12158222/HRCA?u=oran95108&sid=bookmarkHRCA&xid=3b59e8ee. Accessed 2 July 2022.
My topic I choose is Professionalism in Health Care. The professionalism lacks so much in today’s health
workers. Management should be putting in place extra programs to support workers. I myself suffer from
multiple health issues and get to see the good and the bad. I call myself the professional patient. Within
the last 2 years, I have had 2 major surgery’s and one minor procedure. 3 trips to the Emergency room,
one trip by ambulance.
I have noticed a tremendous lack of bed side manners. I have been verbally harassed by a nurse in the
presence of a nurse manager with no attempt to deescalating. This particular incident was mentally
triggering to my military PTSD.
The state of Indiana; back in 2021 proposed a bill that would require cultural awareness training for
health care professionals. This bill follows after a medical doctor lost her fight to Covid. She had shared
she felt her care was delayed due to the color of her skin. “He did not even listen to my lungs; he didn’t
touch me in any way. He performed no physical exam. I told him you cannot tell me how I feel,” she
wrote on social media. (News, 2020)
One definition of professionalism in health care is a term used to justify a professional’s behavior when
working or at events representing the field. (Career trend 2018) More often than not professionalism is
recognized by observation. Professionals should carry the skills of compassion, ethical knowledge, and
going above and beyond to provide quality patient care. I feel that Patient advocacy should be publicized
more to patient care. So many patients have no idea such role exists. Patient advocates role acts as a
bridge, closing the gap between the system and the patient, family, or caregiver.
I plan to study the way leadership and facilities hold compliance on workers who fail at professionalism
in health care. What are the ways patients can report negative professionalism? Are surveys done every
visit, randomly or even offered. I want to study the outcome of patient feedback. I have some ideas that I
know are being used by the support of every day growing technology. For example, some hospitals have
apps that you can leave reviews. I know social media is huge when it comes to negative feedback. I am
aware that paper surveys are sent out at some facilities.